تحلیل کمّی روابط چندگانه فرهنگ‌ سازمانی حمایتی، عملکرد رهبری، رضایت شغلی، اعتماد سازمانی و درگیری شغلی

فرهنگ‌ سازمانی، عملکرد رهبری و درگیری شغلی کارکنان عوامل موثر بر افزایش رضایت‌مندی در شغل است که در پژوهش‌های پیشین کمتر به این روابط اشاره شده است. بر همین اساس هدف از این پژوهش تحلیل کمّی روابط چندگانه فرهنگ ‌سازمانی حمایتی، عملکرد رهبری، رضایت شغلی، اعتماد سازمانی و درگیری شغلی است. روش پژوهش حاضر از لحاظ هدف کاربردی، از لحاظ نحوه جمع‌آوری داده‌ها به‌صورت توصیفی- همبستگی و از لحاظ نحوه تجزیه‌وتحلیل داده‌ها به‌صورت کمی است. جامعه آماری پژوهش شامل کارکنان شرکت بیمه تکمیلی آتیه سازان حافظ مشهد می‌باشند که تعداد آن‌ها 178 نفر است که به روش سرشماری موردبررسی قرار گرفتند. ابزار اندازه‌گیری به جهت سنجش متغیر فرهنگ‌سازمانی حمایتی، درگیری شغلی، رضایت شغلی، اعتماد سازمانی، عملکرد رهبری به ترتیب از پرسشنامه های استاندارد شده ساها و همکاران، ون و همکاران، کواک و همکاران، نیورینک و منگ و برگر استفاده شد که روایی‌ آن‌ها از نوع محتوا و سازه بوده که مورد تائید قرار گرفتند؛ همچنین جهت سنجش پایایی پرسشنامه‌ها از آزمون ضریب آلفای کرونباخ استفاده گردید و جهت تجزیه‌وتحلیل داده‌ها از تکنیک معادلات ساختاری با استفاده از نرم‌افزار smart pls استفاده گردید. نتایج حاصل بیانگر این بود که فرهنگ‌سازمانی حمایتی بر درگیری شغلی کارکنان و اعتماد سازمانی، عملکرد رهبری بر اعتماد کارکنان، درگیری شغلی بر اعتماد سازمانی کارکنان و رضایت شغلی و همچنین اعتماد سازمانی بر رضایت شغلی کارکنان تاثیر مثبت و معناداری می‌گذارند. درگیری شغلی می‌توانند تاثیر فرهنگ‌سازمانی حمایتی بر اعتماد سازمانی کارکنان و اعتماد سازمانی نیز می‌تواند تاثیر عملکرد رهبری بر رضایت شغلی را میانجی ‌گری کنند.

quantitative analysis of relationships among supportive organizational culture, leadership performance, job satisfaction, organizational trust, and job involvement

1- introductionjob satisfaction is one of the most important variables in organizational behavior, increasing employees’ efficiency and individual satisfaction. organizational culture affects the behavior of employees. also, a supportive organizational culture may significantly affect employees’ motivations, job satisfaction, and morale. organizational culture, leadership, and employees’ mental involvement are the effective factors in increasing job satisfaction, but little was investigated in previous research. accordingly, this research aimed to analyze the associations among supportive organizational culture, leadership performance, job satisfaction, organizational trust, and job involvement. 2- theoretical frameworkjob satisfaction is the key to the success of any organization. employees with higher job satisfaction perform better than those with lower job satisfaction. if employees have a suitable level of satisfaction, they are more involved in their jobs. organizational culture is the employees’ perception of their organization, representing the usual and fixed characteristics that distinguish an organization from the others. a supportive culture minimizes the pressure on employees to exert a particular behavior and encourages them to pursue their work based on goals and values. leadership style is a permanent and continuous behavioral pattern that people use to influence others in place of work. 3- methodologythe present research is a practical study in terms of purpose, and regarding the method, it is a descriptive-correlational study. the statistical population comprised 178 employees working for atiehsazan supplementary insurance company in mashhad. the census method was used to study the target population. the survey tool is a questionnaire, the first part of which consists of demographic variables including gender, education, and job tenure, and the second is dedicated to the items of the scales. the validity of gathered data was evaluated by content and construct indices, and its reliability by cronbach’s alpha. structural equation modeling was conducted in smartpls software to test the research hypotheses. 4- results discussionthe results revealed significant coefficients for organizational culture on job involvement, organizational culture on organizational trust, leadership performance on organizational trust, job involvement on job satisfaction, and organizational trust on job satisfaction. furthermore, organizational trust mediated the effect of leadership performance on job satisfaction. 5- conclusions suggestionsaccording to the results, the more the employees perceive a supportive atmosphere, the more they are involved in their jobs, increasing mental engagement. managers should improve the organization’s performance by strengthening the organizational culture to provide employees with psychological safety and mutual trust. in this regard, it is suggested that managers pay due attention to the employees’ values and motivation, having a dramatic role in their participation. in addition, it increases their level of trust, satisfaction, and involvement. leadership styles should be based on collaboration and teamwork rather than making decisions only on top of the organization, such that the employees are attached like family members. therefore, they develop the necessary skills to exert ethical behaviors because of increased organizational trust.